HR Training

HRDQ is a trusted developer of HR training assessments, games, and programs. Through experiential activities and practice, participants will improve vital skills like communication, conflict management, and leadership.

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Today, more than ever, trust is recognized as a must-have asset to break down silos, foster collaboration, deepen teamwork, drive engagement, and manage the never-ending process of change. Why? Because trust is the bridge between the businesses need for results and the human need for connection. Yet, despite the importance, need, and demand for stronger trust, teams struggle to build and sustain it for the long term.

Join pioneering trust experts Dr. Dennis Reina and Dr. Michelle Reina for this interactive, engaging webinar, and discover why trust in teams is nonnegotiable. You’ll benefit from real-world evidence about why leaders turn to trust building, what it takes to sustain trust…and the challenges that come along with it. Pragmatic and proven through more than 25 years of global application, the Reina’s approach will make trust building concrete, relatable, and actionable for you.

Participants will learn

The three core Dimensions of Trust: The Three Cs: Trust of Character®, Trust of Communication®, and Trust of Capability® and the 16 behaviors proven to drive trust

The innate vulnerabilities of trust and how to address them

A shared language to talk about trust-related issues constructively

Strategies to overcome the challenges of building team trust

Trust building best practices to sustain trust within your team

How to measure trust and monitor your team’s trust building progress, so you can hardwire trust into your team

Dennis Reina, PhD and Michelle Reina, PhD are co-founders of Reina, A Trust Building Consultancy. Considered pioneers in the field, Dennis and Michelle began their work in organizational trust building more than 25 years ago. Together and independently, they speak, write, and teach about strengthening trust in relationships. They’ve been privileged to work with organizations such as American Express, Ben & Jerry’s, Johns Hopkins Medical Center, Harvard University, Johnson & Johnson, Lincoln Financial Group, MillerCoors, Nokia, Toyota, Turner Broadcasting, Walt Disney World, and the United States Treasury Department. They enjoy a vibrant relationship with The Center for Creative Leadership.

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Careers used to be predictable. There were ladders. Each rung led up the hierarchy. Then individual aspirations and company needs began to evolve. Old ladders became largely inaccessible. Some rungs disappeared, and the space between others shifted from steps to leaps.

Today’s marketplace demands an agile workforce. Organizational structures have become fluid and flexible. As a result, career mobility has emerged as essential for individuals at all levels. No longer is mobility just about physical movement or assuming the greater responsibilities that come with a promotion. Career mobility today is about flexibility and agility. It is a rich mix of experiences, roles, assignments, and options. Savvy careerists have come to appreciate the ability and willingness to explore multiple opportunities and experiences. To succeed in a rapidly changing environment employees need to recognize when new opportunities for growth emerge and to be ready with options when others fade or change. Like the navigation systems we rely on to reroute our travels based on unexpected traffic congestion, shortcut options and last minute detours, a career mobility mindset will provide a foundation for resilience in a changing world of work.

Participants will learn

Understand the business case for increasing career mobility in your organization

Apply six mobility options to one’s own career and the careers of others.

Obtain updated research about talent mobility and how it applies to the massive middle.

Dr. Beverly Kaye, Founder of Career Systems International, is recognized internationally as one of the most invested, knowledgeable and practical professionals in the areas of career development, employee engagement & retention, and mentoring. She was named a “Legend” by ASTD, a designation given to “pioneers and prophets in the field of workplace learning and performance.” The criteria that Legends must meet are: enduring impact and influence; originality of ideas; a career of sustained currency; work done more than five years ago is currently discussed, applied, and adapted; a substantive body of published work; and a contribution that raises the visibility, credibility and stature of the field. She has also been named by Leadership Excellence as one of North America’s 100 top thought leaders.

She has spent years researching corporate strategies for developing, retaining and engaging knowledge workers. Her book, Love ‘Em or Lose ‘Em: Getting Good People to Stay, co-authored with Sharon Jordan-Evans, has sold over 750,000 copies in 25 languages and has reached Wall Street Journal and Amazon bestseller status. Their companion book, Love It, Don’t Leave It: 26 Ways to Get What You Want at Worksuggests that employee engagement is also the responsibility of the individual contributor. Help Them Growor Watch Them Go: Career Conversations Employees Want, co-authored with Julie Winkle Giulioni, was published in 2012 and in 2015 she co-authored Hello Stay Interviews, Goodbye Talent Loss: A Manager’s Playbook. Her newest book, coming in September 2017 is titled Up Is Not The Only Way: Rethinking Career Mobility. These books are the foundation for Career Systems International’s successful practice in career development, employee engagement and retention. Visit the website atwww.CareerSystemsIntl.com.

Why do some companies triumph even when the rest of their competitors are struggling? In our work with some of the world’s best companies, we have found the greatest predictor of a company’s success is the strength of its leadership. The best leaders seem to have an almost supernatural ability to see into the future and adapt their behavior accordingly.

There’s a name for this superpower: Flexible Leadership.

Flexible Leadership defines effective leadership in today’s fast-changing and challenging environment. The Flexible Leadership model refers to the processes that determine the success of an organization – efficiency and reliability, agility, and talent management – and the ways leaders can directly and indirectly influence these processes. Leaders and managers can use it as a “mental map” to diagnose their situation and guide their short- and long-term choices. It’s also a useful framework for HR professionals to identify and develop future leaders.

This webinar will offer an in-depth look at the Flexible Leadership model and provide strategies leaders and other professionals can apply immediately to become more forward-thinking and adaptable stewards of their company.

Participants will learn

Understand the leadership challenges that impact work performance and assess the importance of each one

Identify the leadership practices that are best suited to address each challenge and understand when and how to apply them

Help leaders increase their flexibility and be better able to deal with multiple challenges simultaneously while balancing the trade-offs among leadership practices

Use the Flexible Leadership model to enhance leadership development strategies

Rick Lepsinger is President of OnPoint Consulting. His career has focused on helping organizations and leaders identify and develop leaders, work better virtually, enhance cross functional team performance, and get from strategy to execution faster. He conducts numerous seminars and workshops on succession management, leading from a distance, leading cross functional teams, and enhancing execution. Rick has written numerous articles and is the author or co-author of several books. Click here for more information.

In our highly competitive culture, teamwork is often impacted negatively by the individual members’ efforts to ensure they receive recognition and compensation for their personal creativity. While valid and important, leaders are often baffled as to how to integrate the individual goal into the team culture and communications and still improve the quality of teamwork.

Join experts Marcia Hughes and James Terrell as they explore ways to diagnose where the individual needs of the members (talent) get tangled up with the collective productivity of the team and how to sort them out.

Participants will learn

Understanding why talent and teams tangle

Combining the roles of being an individual performer and a good team member

Natasha Terk is a recognized expert on business communication in the workplace and is the author of seven books in The Write It Well Series on Business Communication. She leads the firm’s business operations and strategy in the US and ran an affiliate company across Asia for five years. Asia. Her job-relevant, outcomes-focused communication tools, training customization, efficiency, and customer service have grown Write It Well by 300 percent.

She has worked as an organization development consultant and trainer for over 15 years. She leads onsite and online trainings, team building, leadership development, strategic planning, and train-the-trainer processes with Fortune 500 companies, small and mid-sized businesses, and nonprofit and public-sector organizations.

She delivers technical writing programs for Sony Playstation, delivers a global management training program for McDonald’s, and leads workshops for Nestlé University. Her team also provides Hewlett Packard Enterprise and other clients with ongoing consulting services on communication strategy.